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Employee relations case study
Employee relations case study
Essays on employee relation strategy
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Introduction:
Employee relation is a philosophy to manage employees in organization. Effective employee relation is based on attitudes and skills of management rather than prescribed management function (CIPD, 2016). Employee relation is latest term that prevailing in today’s environment instead of industrial relation. Due to the increase of white color job in service sector and increasing importance of individual security and reward, is the reason to introduce employee relation term (Daniels, 2006). Different researchers or authors use different terms for employee relation such as “employment relation” was used by Rose, 2008, employment relationship is used by Lewis et al, 2003, whereas Daniels,2006, Blyton and Turnbull, 2004, Hollinshead et al.,2003 were agreed on term “employee relation”. Employee relation is the combination of social, legal, economic, political and psychological relationship between employee and employer in which an employee is agree to provide his or her mental or physical efforts in return of agreed financial or non financial rewards (Lewis et al, 2003). Organizational success is depends on many factors and employee relation is one of the most important factor that enable organization to achieve their goals efficiently.
In this report I will focus on the perspectives
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According to Dicker, 2003, employee relation motivates employees to work in a team and as a result it increases the efficiency of team work. Employee relation increases the loyalty and commitment of employees towards their tasks and organization (Whilst Rose, 2008). So in spite of alternative views the main objective of making good relation with employees is the main ingredient to get employees dedication toward their
The Australian Human Rights Commission (2011:p1) states that “Gender equality is a principal that lies at the heart of a fair and productive society”. If gender equality is the heart of a fair and productive society than the laws and regulations in place must be the key in maintaining a fair and productive society. If regulations and laws are not frequently discussed, debated and reviewed than issues such as sex discrimination in particular can be sufficiently dealt with or ignored. The Carter v Linuki Pty t/as Aussie & Anor [2005] NSWADTAP 40 (22 August 2005) will be used to demonstrate the regulations surrounding sexual discrimination. In this paper a thoroughly investigation into the recent changes in laws and regulations encompassing sexual discrimination will be conducted in relation to the case provided. By using the elements of the case the Sex Discrimination Act 1984 (Cth) (SDA) will be applied to the facts presented in order to explain the regulation surrounding this issue. Since the case involves a work related situation where the employee was discriminated on the basis of gender the SDA will be used. A Brief description on the impact of exclusion will be provided to demonstrate the causal link between exclusion and gender discrimination. Firstly, the case’s elements will now be analysed.
Listening and active listening: we have to listen our customers why they don’t happy with our service what we have to do for improve our service, get the feedback from customers and write down a note.
Managers know the importance of having positive relationships with their employees. It boosts the company’s goals while the lack of any relationship with the workers may lead to losses in the business. Most managers rarely know that they are looked up to by many employees and, as such, should be careful with the actions they take. Lee b. Bolman & Terrence E. Deal, the authors of the book The Reframing Organizations, point out that the kind of measures taken in the business influences the employees acts and thoughts. In particular, this book gives insight to managers on how to relate to their subordinates. The discussion is carried out on the three parts of the book that highlight the missteps taken by managers as they try to improve their businesses.
This is especially important in organizations that mostly focus on teams than on individuals. Employees should therefore be ready to contribute more and also have good relations with the members of their team to perform better. Team spirit and good relations among the employees can be achieved through honest communication. This can be nurtured by having a powerful culture in the organization. It is therefore important for any aspiring leader to be equipped with skills for managing a bigger group of employees.
The need for achievement regards an individual’s relationship with setting challenging goals, creating competitive scenarios, and overcoming difficulties. Setting goals and creating healthy competition between employees can bring the performance level back to normal, and even better yet surpass the usual level. The need for power regards an individual’s need to positively influence coworkers and improve their wellbeing by making a difference in their life. Having an impact on the lives of others has the potential to influence employee turnover rates and attendance. If an individual feels that they have power over another employee they will be more inclined to show up to work everyday and to stay at their current job for longer than they may have originally anticipated. The need for affiliation concerns the relationships that an individual needs to maintain positive, close, or intimate feelings with others. Positive, close relationships in the workplace make individuals feel as if they are truly a part of the organization and increase satisfaction levels amongst workers. These close relationships will help employees to fell that their work is appreciated within the organization and that there certainly are people who care how they perform at their jobs. Together, achievement, power, and affiliation all play an influential part in motivating individuals in the
e. Employer and employee: the relationship between the employer and the employee. If the employer is not responsible for the absence of the agency, it shall satisfy the two conditions of the staff and workers:
“Follett believed that her predecessor’s lack of attention to human relationships was a major flaw in their management theory” (Rieger, 1995, para. 13). She believed that having a good relationship with the members in your organization was the main factor affecting the amount of productivity in a work place. Many people liked the idea of Follett’s theory, but without anything to support her claim many people dismissed her idea. “Follett’s lack of experience in industry diminished her credibility with business people. She also lacked empirical data to support her positions” (Rieger, 1995, para. 17). This is where the Hawthorn Studies come in which provides Follett’s theory with the proper scientific data to support her theory. I agree with Follett’s idea that a good employee’s relationship will increase productivity. Good employee relationships will also positively promote the company. Many companies strive to have a good reputation for their ethics and human relations with is why Follett’s idea was a success even if it did not have the proper data to support her claim at the
There are many variables that determine how well a company operates. Effective communication, conflict resolution, motivation and employee’s self-satisfaction are some aspects that are necessary for a business to thrive. Abraham Maslow’s “Hierarchy of Need” suggests that in order to be satisfied, people have subconscious demands that should be met. The first level of his triangle design is the physiological need to survive. The second level is security; whether a person feels safe or not. The third, and most important, level for an organization’s productivity is affiliation, which is the need to feel loved or have a sense of belonging. Therefore, for one to moil in workplace, one needs to see oneself a part of the organization rather than a
Today work environment company are expecting very high demand from manager and workers that they over sea about job performance to keep than motivated to do they tasks. First the manager has to meet executive level manager’s goals and productivity to keep a companies success. The test book reading stated Organization is people working together to achieve a common goals, that goals also can evaluate the issues about the absenteeism in the workforce. Manager are govern by four functions to keep a business delay functions work first Planning setting performance, second Organization to process assigning tasks, third Leading to process a arousing environment by inspiring others, four controlling to process of measuring work performance.
It is a well-established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge, they have to invest in human resources, and placing their employees on top priority. This notion has led to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance of employees, organisations must motivate their employees, and engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promote the environment that promotes the organizational commitments and organizational citizenship behavior.
The relationship between employer and employees plays a pivotal role in the performance of the organization. Employers and employees have certain responsibilities towards each other which facilitate a fair and productive workplace. Positive work relationships create a cooperative climate with effort towards the same goals. Conflict, on the other hand, is likely to divert attention away from organizational performance.
In cultures that value loyalty to the employer, a kind of family relationship seems to develop between employer and employee. It is a reciprocal arrangement, which the employer is concerned with assisting the employee to develop to his or her full potential and the employee is concerned about optimizing the welfare of the company. The negative aspect to absolute loyalty to one company is that an employee may stay in one job that he or she has outgrow and may miss out on opportunities to develop in new directions. From the employer’s point of view, the employee may be burdened with employees whose skills no longer match the needs of the company.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Interpersonal Relationships are one of the most important things in business and everyday life. A positive interpersonal relationship provides countless opportunities while a negative interpersonal relationship limits opportunities. Interpersonal relationships can be built with many different forms of communication but self-concept and self-disclosure play two of the biggest roles in forming positive interpersonal working relationships.
The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,